Dignity · equality · collective freedom
Labour rights
The proposed labour core protects fair remuneration, safety, rest, equality, trade-union freedom, collective bargaining and protection against exploitation. These safeguards must also work for digital, self-employed, cooperative and platform work without falsifying the real nature of the relationship.
Pre-Foundation · proposed textNo presumed benefit, payment or employment relationshipConstitutional reference text · Portuguese
Today · proposed labour safeguards
The safeguards on this page belong to the constitutional proposal and guide development of the labour layer. They do not pretend that an employment relationship exists where it does not.
When the labour regime is active
The applicable protections will depend on the real nature of the relationship and will have their own channels for recording, oversight and appeal.
In summary
Remuneration, rest and safety
Work must respect dignity and equality and may not be structured around exploitation.
Trade unions and bargaining
Trade-union organisation and collective bargaining form part of the constitutional core.
A right with strict limits
Minimum service is permitted only to protect serious constitutional interests and may not render the strike ineffective.
Protection follows reality
A platform, cooperative or digital contract does not shield fraud; nor does it automatically create an employment relationship.
How it works
Direction, dependence, control, integration and risk help determine the legal classification of the relationship.
Apply the set of rights corresponding to the relationship that actually exists.
Contracts, deliveries, communications and payments may be relevant to review.
Negotiation, administration and Justice act according to the subject matter and the law.
Limits and what this page does not do
- The Constitution does not turn every economic service into employment.
- Nor does it allow the contracting party to avoid rights merely by choosing a different name for the relationship.
- GOV does not determine employment status, approve settlements, impose sanctions or adjudicate labour disputes.
What this means for you
The design protects both people who need labour rights and people who work genuinely independently: the rule must follow the facts and remain predictable and contestable.